Hi friends,
I have decided to do my final project on performance appraisal. My topic is the effectiveness of performance appraisal. Please help me by providing questionnaires and other relevant details, guidelines, specific areas to make my project easier and more valuable. Any kind of information is welcome. Also, help me set the objectives and sub-objectives. It's a one-month project carrying 100 marks.
From India, Kochi
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I have decided to do my final project on performance appraisal. My topic is the effectiveness of performance appraisal. Please help me by providing questionnaires and other relevant details, guidelines, specific areas to make my project easier and more valuable. Any kind of information is welcome. Also, help me set the objectives and sub-objectives. It's a one-month project carrying 100 marks.
From India, Kochi
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hi! u can use this link to find some relavent stuff for ur project.. "www.changingminds.com" i hope u may find stuff for ur project. wishes EAFIL
From India, Delhi
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7From India, Delhi
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Hi Max,
I would like to offer the following points in the self-appraisal format for technical employees. It's only a broad outline; you can even split them into specific areas of concern for the employee.
:arrow: Technical - Supervisory
(1) Target Vs. Achievements [this includes the quantitative/physical/financial targets/objectives set for the employees and achievements thereon]
(2) State the reasons for not meeting the targets or constraints in achieving the target/shortfall in the system, and specify it clearly.
(3) State the areas where the employee made significant achievements.
(4) Assessment of knowledge/skill and application, etc. (this varies from one type of job to another; for example, for an engineering job, the following are to be assessed (not by the employee but by the appraiser):
(A) Intellectual ability -> Creativity, initiative, receptivity, drive, intelligence
(B) Professional ability -> Theoretical ability, Experimental/Practical ability, Originality, Technical Judgement, power of Expression, General Professional Knowledge, Work Disposal, etc.
(C) Managerial Ability -> Judgement, Organizing ability, Leadership
(D) Administrative Competence -> Administrative Judgement, Understanding states, policies, rules, etc.; Knowledge of responsibility, Decision-making ability
Besides this, personal qualities such as (a) Personality, (b) integrity, (c) conscientiousness, (d) sense of responsibility, (e) self-reliance, (f) amenability, cohesion, attitude towards superiors as well as colleagues, (g) discipline, (h) loyalty, etc.
When we get answers to the above points, it will be easy for us to assess an employee. This can be done on a periodical basis, be it on a quarterly, half-yearly, or yearly basis.
Assessors can grade the employee based on the above on a ten (10) point scale. The rating can be interpreted as given below:
10 means EXCEPTIONALLY BRILLIANT
09 means OUTSTANDING
08 means VERY GOOD
07 means GOOD
06 means Well ABOVE average Standard Person
05 means Good Average Person
04 Average Person
03 insufficient Initiative and capacity for work without constant supervision
02 Indifferent, but just worth retaining
01 Not worth retaining
After assessment, we can set a benchmark to improve the ratings. For example, at least the persons below the rating '5' should be given an opportunity to improve their performance to that level within a stipulated period. This will help improve overall efficiency.
:arrow: Technical - non-supervisory
A brief description of duties assigned/work done during the period under review and achievements made outside the assigned duties. Ratings of the following categories have to be made in the following format <Outstanding, Good, Above Average, Below Average, Poor>.
(A) Intelligence
(B) Professional
1. Theoretical; 2. Practical; 3. Interest and involvement; 4. Ability to learn; 5. Originality in ideas; 6. Initiative; 7. Drive; 8. Tidiness; 9. Communication skill - Written & Oral; 10. Knowledge of org. procedures & rules & regulations; 11. Readiness to accept responsibility; 12. Work disposal: Promptness? Accuracy? Quality?
(C) Personal Qualities
1. Personality; 2. Punctuality; 3. Amenity to Discipline; 4. Leadership Quality, 5. Conduct and behavior, 6. Group Cohesion/cooperation
(D) Integrity
(E) Integrity
(F) Other Traits of significance
After noting down all the above points, assessment can be done as per the above categories.
I hope this will be helpful to you. Please let me know your comments.
Bye,
Ajay
From Brazil, Maceió
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I would like to offer the following points in the self-appraisal format for technical employees. It's only a broad outline; you can even split them into specific areas of concern for the employee.
:arrow: Technical - Supervisory
(1) Target Vs. Achievements [this includes the quantitative/physical/financial targets/objectives set for the employees and achievements thereon]
(2) State the reasons for not meeting the targets or constraints in achieving the target/shortfall in the system, and specify it clearly.
(3) State the areas where the employee made significant achievements.
(4) Assessment of knowledge/skill and application, etc. (this varies from one type of job to another; for example, for an engineering job, the following are to be assessed (not by the employee but by the appraiser):
(A) Intellectual ability -> Creativity, initiative, receptivity, drive, intelligence
(B) Professional ability -> Theoretical ability, Experimental/Practical ability, Originality, Technical Judgement, power of Expression, General Professional Knowledge, Work Disposal, etc.
(C) Managerial Ability -> Judgement, Organizing ability, Leadership
(D) Administrative Competence -> Administrative Judgement, Understanding states, policies, rules, etc.; Knowledge of responsibility, Decision-making ability
Besides this, personal qualities such as (a) Personality, (b) integrity, (c) conscientiousness, (d) sense of responsibility, (e) self-reliance, (f) amenability, cohesion, attitude towards superiors as well as colleagues, (g) discipline, (h) loyalty, etc.
When we get answers to the above points, it will be easy for us to assess an employee. This can be done on a periodical basis, be it on a quarterly, half-yearly, or yearly basis.
Assessors can grade the employee based on the above on a ten (10) point scale. The rating can be interpreted as given below:
10 means EXCEPTIONALLY BRILLIANT
09 means OUTSTANDING
08 means VERY GOOD
07 means GOOD
06 means Well ABOVE average Standard Person
05 means Good Average Person
04 Average Person
03 insufficient Initiative and capacity for work without constant supervision
02 Indifferent, but just worth retaining
01 Not worth retaining
After assessment, we can set a benchmark to improve the ratings. For example, at least the persons below the rating '5' should be given an opportunity to improve their performance to that level within a stipulated period. This will help improve overall efficiency.
:arrow: Technical - non-supervisory
A brief description of duties assigned/work done during the period under review and achievements made outside the assigned duties. Ratings of the following categories have to be made in the following format <Outstanding, Good, Above Average, Below Average, Poor>.
(A) Intelligence
(B) Professional
1. Theoretical; 2. Practical; 3. Interest and involvement; 4. Ability to learn; 5. Originality in ideas; 6. Initiative; 7. Drive; 8. Tidiness; 9. Communication skill - Written & Oral; 10. Knowledge of org. procedures & rules & regulations; 11. Readiness to accept responsibility; 12. Work disposal: Promptness? Accuracy? Quality?
(C) Personal Qualities
1. Personality; 2. Punctuality; 3. Amenity to Discipline; 4. Leadership Quality, 5. Conduct and behavior, 6. Group Cohesion/cooperation
(D) Integrity
(E) Integrity
(F) Other Traits of significance
After noting down all the above points, assessment can be done as per the above categories.
I hope this will be helpful to you. Please let me know your comments.
Bye,
Ajay
From Brazil, Maceió
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Performance Appraisal evaluation.doc
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